On 25/10/2012 12:12 AM, k...@att.bizzzzzzzzzzzz wrote:
> On Wed, 24 Oct 2012 14:42:34 +1100, Sylvia Else <syl...@not.at.this.address>
> wrote:
>
>> On 24/10/2012 6:05 AM, John Larkin wrote:
>>> On Tue, 23 Oct 2012 11:53:35 -0700, Jeff Liebermann <
je...@cruzio.com>
>>> wrote:
>>>
>>>> On Mon, 22 Oct 2012 20:58:35 -0700, John Larkin
>>>> <jjla...@highNOTlandTHIStechnologyPART.com> wrote:
>>>>
>>>>> That's a really stupid interview question for an electronic design
>>>>> position.
>>>>
>>>> True, but it only gets worse. Job interview questions are drifting
>>> >from the irrelevant to the ridiculous. For example:
>>>> <
http://www.glassdoor.com/Interview/engineer-interview-questions-SRCH_KO0,8.htm>
>>>> 3,715 questions, none of which have anything to do with engineering.
>>>>
>>>> In order to insure my place in infamy, I created my own irrelevant
>>>> questions. Well, not exactly a question, more of a process. I would
>>>> show the applicant a PCB from the company product, and ask them to
>>>> identify components that they've worked with in the past, and give a
>>>> short description on what they do. Ostensively, this was to gauge
>>>> experience. Most would recognize about 25% of the major RF
>>>> components, which was about what I would expect. I then explained
>>>> what the board did, what products it was used in, some of the parts
>>>> they missed, and generally filled in the blanks.
>>>>
>>>> I would then give the applicant a tour of the factory, production
>>>> line, grab a cup of coffee, and return to my messy office where I
>>>> would hand the applicant the exact same PCB, and ask the exact same
>>>> question. The real test was whether they were paying attention and
>>>> how much of my explanation they were able to recall. 50% recognition
>>>> was typical. Exceptional engineers and techs, which unfortunately we
>>>> couldn't afford to hire, would come very close to 100% recognition and
>>>> recall.
>>>>
>>>> Other companies use the interview for testing problem solving skills.
>>>> <
http://en.wikipedia.org/wiki/Microsoft_Interview>
>>>> Now, that's what I call relevant questions. However, it's
>>>> occasionally abused by asking the applicant to solve a real problem
>>>> with a current product. I once interviewed at a company that did that
>>>> to me. I was presented with a large schematic of the product, and
>>>> asked to critique the design. After a few minutes of hasty back of
>>>> the envelope calculations, I declared the product to be over-designed,
>>>> a tolerance accumulation nightmare, and that there were several active
>>>> stages that were superfluous. I offered specific recommendations on
>>>> what should be changed. I then expect to be thanked for my brilliant
>>>> insights. Instead, I was diplomatically thrown out the door. It
>>>> seems that the manager that was conducting the interview had designed
>>>> the product, and did not take kindly to criticism. So much for a
>>>> relevant problem solving interview.
>>>
>>> You didn't want to work there, so it was a great interview.
>>>
>>> This is my first-pass qualifier question.
>>>
>>>
>>>
>>> +10V
>>> |
>>> |
>>> |
>>> |
>>> C
>>> +5V--------------B
>>> E
>>> |
>>> |
>>> 1K
>>> |
>>> |
>>> gnd
>>>
>>> (drawn like a real schematic, on a whiteboard)
>>>
>>> What is the base voltage? (one answer: 0.6!)
>>
>> During the
dot.com bubble, I worked for a software company that would
>> (by way of analogy) have employed the person on the grounds that they at
>> least knew which was the base.
>
> With that answer? Are you sure? ;-)
>
>> Apparently, the management thought that
>> any 'programmer' was better than no programmer.
>
> Been there. It's taken some convincing, at times, to get management to
> understand that sometimes more people = less work. It's often too late to
> improve a schedule, by *any* means.
>
Getting a manager to understand that doing nothing is the best course
when something is running late - that's quite a feat.
Sylvia.